Getting Engaged Vs. Getting in Gear
According to a recent Gallup study, 62% of employees are NOT engaged. The lack of engagement is costing the world $8.9 trillion in lost productivity. This means having engaged employees directly impacts ROI.
All too often managers are focused on getting their team in gear when they should be getting them engaged.
I grew up hearing the phrase “Get in gear” or “Get it in gear.” Based on the Oxford English Dictionary, the word “gear” became more commonplace after automobiles came on the scene in the early twentieth century and continued to rise in popular use after World War II. Therefore, it makes sense growing up on a farm with manual transmission vehicles the phrase, “Get it in gear,” would have been heard and used quite frequently.
However, people are not cars or machines, and should never be treated as such!
In the past, managers would attempt to get teams, staff, and even themselves “in gear.” In other words, moving forward, just on principle. This, however, leads to burnout, high turnover, and silent quitting.
Today, the goal should be to get our teams, staff, and self engaged that is, “committed,” or “deeply interested” in the work. Research shows commitment leads to maximum organizational health.
Engagement is about creating meaningful relationships. It’s about more than just getting the job done. It's about developing in yourself and others pride for the work. When people feel they care for what they do and how they do it, they are happier, more productive, and less likely to leave their jobs. They see themselves as part of the whole. They want their colleagues and organization to excel. It brings joy. No longer is the focus on just working for work’s sake. It’s about becoming engaged.
Three questions to ask yourself:
How engaged are your employees and how is engagement assessed?
How do you engage your team?
How might employee engagement improve in 2025?
